Profile of 2empower

• Save time
  We handle thorough screening and recruitment of staff, administration and industrial relations procedures, allowing you more time to focus on your business.
  
  
• Increase flexibility
  Adjust your staff levels daily to meet your workflow needs - Any category of staff is available on short- and long term contracts.
  
  
• Increase productivity
  It is an effective way to bring in new expertise and reduce employee numbers. Stay-away and downtime will become a thing of the past.
  
  
• Reduce liability
  We take responsibility for statutory registrations and payments.
  
  
• Save on costs
  Eliminate the financial burden of carrying extra staff when not required.
  
  - You will only be invoiced for actual hours worked.
  - No complications with hiring and firing.
  

YOU CAN ALSO

• Obtain VAT refunds on labour compensation
  
  
• Use the services of 2empower’s staff for a specific project to be completed within a set time frame.
  
  
• Consider our services for tendering purposes on specific contracts.
  Cost our services into your tender.

Pensions, provident funeral medical aid contributions, are voluntary and for the individual contractor’s account. The outsourcing agent will handle the administrations and management of the schemes.

Bonuses are not applicable to contract labourers. Discretionary bonuses may be awarded for work performance, when jointly motivated by the client and outsourcing agent.

With disciplinary issues, it is the responsibility of the outsourcing agent to take disciplinary action against contract labour, if and when required, as instructed by the client or his site agent.

Costly labour disputes will be avoided if a reputable agent handles labour disputes and contingence planning.

All union related issues as well as existing agreements are the responsibility of the agent. With contract labour there is little or no attraction to unions. Should a contractor join a union, most outstanding agents have found it is for protection in the event of unfair dismissal.

Staff recruitment and screening would be a joint responsibility between the agent and the client. For the more skilled employee, potential appointees are short listed and interviewed by both the agent and the client’s representative.

Leave compensation: In the event of the transfer of staff, leave compensation is carried from the date of commencement of the new contract. The outsourcing agent will be responsible for the leave compensation.

Overtime compensation will be re-charged to the client per the hourly rate earned by the individual.

Human resources and industrial relations are the responsibility of the outsourcing agent, supported by the operations management team assigned to the contract. Salary and payroll administration, including payment via electronic transfer is also the responsibility of the outsourcing agent.

2empower NOW OFFERS
THREE SPECIALISED SERVICES:

OUR EXPERIENCED OUTSOURCING AGENT WILL TAKE CARE OF THE FOLLOWING:

• Ensure that all applicants are thoroughly screened prior to meeting our clients.
  
  
• Labour disputes, union-related issues and contingency planning.
  
  
• Provision and management of your complete staff and casual staff pool 24 hours a day, 365 days a week.
  
  
• Handling all labour related administration (i.e. salary, payroll and payments via electronic transfer).
  
  
• Orientation of staff in your required Safety and Security regulations.
  
  
• Organisation of specialised training for certain work categories.
  
  
• Payment of weekly, fortnightly or monthly wages.
  
  
• Workman’s Compensation, UIF and Death and Disability Cover at no extra cost to the client.
  
  
• Management and control of common issues such as theft, poor time keeping and other grounds for dismissal.
  
  
• Human Resources and industrial relations (supported by the assigned operations management team).
  
  
• Human Resources include:
  
  
  Screening of all applicants.
  
  Leave and sick leave reports
  
  Payments to UIF, WCA and bargaining council
  
  Handle all disciplinary hearings and other CCMA issues

TAKING OVER PERMANENT STAFF:

Many of 2empower’s clients have decided to keep a skeleton staff, and offer all other employees a retrenchment or severance package or just transfer them to 2empower (no cost). Thereafter the staff members are placed on contract.

Alternatively, many clients phase new employees into their structure as contractors, thus avoiding retrenchment or severance packages.

PLACEMENT OF PERMANENT PERSONNEL

All applicants are screened according to competency based methods, ensuring that only the most suitable candidates are shortlisted.

Our competitive placement fees and high standard candidates, ensure that our clients get the best return on their investment.

We offer a guarantee period to the client in which an unsuccessful candidate can be replaced at no extra cost.


PLACEMENT OF TEMPORARY PERSONNEL

1. Should the contractor not meet the client’s standards and performance requirements, their contracts may be terminated immediately (within reason).
   
   
2. Should the client wish to terminate the services of a contractor, there can be no Union implications as the person is a 2empower contractor.
   
   
3. The client and the contractor will have enough time to assess the situation with fellow workers and supervisors. Work performance compatibility can be monitored.
   
   
4. Applicants are employed as a contractor in their discipline, on a negotiated rate between 2empower and the client (according to The Basic Conditions of Employment Act).
   
   
5. After a three-month period has elapsed, the client may request for the applicant to be considered of a permanent position. A recruitment fee will be negotiated between 2empower and the client.